資本分配製度 的英文怎麼說

中文拼音 [zīběnfēnpèizhìdù]
資本分配製度 英文
capital sharing system
  • 資 : Ⅰ名詞1 （錢財; 費用） money; wealth; expenses 2 （資質） intelligence; endowment 3 （資格） quali...
  • 本 : i 名詞1 （草木的莖或根）stem or root of plants 2 （事物的根源）foundation; origin; basis 3 （本錢...
  • 分 : 分Ⅰ名詞1. （成分） component 2. （職責和權利的限度） what is within one's duty or rights Ⅱ同 「份」Ⅲ動詞[書面語] （料想） judge
  • 配 : Ⅰ動詞1 （兩性結合） join in marriage 2 （使動物交配） mate （animals） 3 （按適當的標準或比例加以...
  • 度 : 度動詞[書面語] （推測; 估計） surmise; estimate
  • 資本 : 1 （經營工商業的本錢） capital 2 （牟取利益的憑借） what is capitalized on; sth used to one s own...
  1. It puts forward that the realization of human capital ' s involvement in the distribution of the income of enterprise, a further arrangement of the system of human capital of soes in the distribution of the income of the enterprise should be made and further the system of technology stock, annal - pay system and stock system

    在客觀上全社會沒有建立起人力資本參與企業收入分配的理論分配原則。需要對國有企業的收入分配製度進行改革，建立起與人力資本地位提升相適應的以激勵為主要特徵的分配理論和分配製度。
  2. Firstly, by an in - depth study on chinese commercial banking and their foreign counterparts, this paper points out the great differences of intermediate business innovation between chinese and western commercial banks regarding innovation products variety, scale, technology, etc. secondly, comparing the institution regarding intermediate business innovation and microeconomic - body behavior of chinese commercial banking with foreign ones within an analysis framework from the perspective of institutional economics and game theories, this paper shows that a number of reasons account for the emerging of intermediate business innovation, including external economic environments as well as internal factors within the financial system and technology, among which the institutional factors within the financial system being the most important. at the same time, by comparison with western developed countries " counterparts, the innovation of chinese banking institution lags far behind the development of banking business in main aspects of property rights, managerial system, compensation arrangement and organization system. thus, the backward innovation of banking institutions and twisting microeconomic - body behavior seriously strict intermediate business innovation

    本文首先通過對中外商業銀行進行較為深入的調查研究指出，與西方發達國家商業銀行相比，我國商業銀行中間業務創新無論是在業務創新品種、規模上還是在技術手段上，都存在著巨大差距；其次，運用制度學分析和博弈分析框架將中外商業銀行中間業務創新制度及微觀主體行為進行比較得出：商業銀行中間業務創新產生的原因有多種，如外部經濟環境因素、金融體系內部因素和技術因素等，其中最根本的是金融體系內部的制度性因素；與西方發達國家商業銀行制度相比，我國銀行制度創新遠遠落後于銀行業務的發展，主要表現在產權制度、經營制度、分配製度和組織制度等方面；銀行制度創新的滯后及其微觀主體行為的扭曲嚴重製約著中間業務創新，尤其是我國銀行產權關系不明晰，在國有獨資產權框架下政府? ?行長及上級行長? ?下級行長兩種委託代理行為帶來了嚴重的問題，導致了我國銀行中間業務創新動力不足。
  3. Then the dissertation demonstrated the logic precondition that entrepreneurial human capital participate in corporation earnings, discusses the questions of price - making of entrepreneurial human capital, and explored the development of executive compensation system in china, furthermore constructed the corporation profit distribution models that take entrepreneurial s human capital as an important distribution factor with the long - run compensation incentive as the core model

    本文論證了企業家人力資本參與企業收益分配的邏輯前提，討論了企業家人力資本的定價問題，並在對我國企業家收入分配現狀和改革措施進行分析的基礎上，深入探討了中國企業家收入分配製度，進而構建了以長期激勵為主的中國企業家人力資本分享企業收益的模型。
  4. The author holds that the key to a thorough understanding of tves is to study the transition of the ownership structure of the enterprises and the route of the transition, in order to achieve this goal, the present paper pays great attention to the distribution system of tves in different stages : work point system, salary system, profit sharing system, contracting system and leasing system

    作者認為要研究中國鄉鎮企業，最重要的是研究鄉鎮企業所有制結構的變遷及變遷的路徑。本文以鄉鎮企業不同階段的分配製度為線索來研究鄉鎮企業的所有制結構。鄉鎮企業的分配製度大致可分為工分制、工資制、利潤分成、承包制和租賃制幾個階段，以秀山鄉鎮企業為研究對象，通過平凱機械修配廠和錳礦行業的鄉鎮企業為例來說明每一分配製度產生的背景、原因、及其影響。
  5. Chapter three completely introduces our country ’ s company profits allotment system, including the characteristics of our country ’ s company profits allotment year, the scope, source, assignment proportion and payment method of profits allotment, power to make decisions, provident fund, community chest system, invalid allotment, and etc. chapter four analyzes the shortcomings of our country ’ s company profits allotment system, and then gives the author ’ s personal suggestions about the relevant regulations

    第三章全面介紹了我國公司利潤分配製度，分析了我國公司利潤分配年度的特點、利潤分配范圍、來源及分配比例、利潤分配支付方式、決定權、公積金、公益金制度、無效分配的法律責任等問題。第四章從強制性「兩金」的提取的缺陷、資本公積彌補虧損的不足和利潤分配比例的缺陷分析了我國公司利潤分配製度的缺點與不足。
  6. This thesis pays key attention to the achievements the reform of position - pay has attained, such as pay factor became more competitive ; carrying out of a series of distributing system and matched management system standardizes the pay system, promotes the openness of distribution system ; the formation of position - based pay system strengthens the all basic works, pushes forward the development of human resources ; forms the adjustable system of pay and inner competitive, flexible system, etc. however, there are a lot of inadequacy existing in the position - pay system of bayi corporation, the basic work of position - pay system is still not solid ; performance appraisal system is not sound ; performance wages go only with decrease but no increase, which became the new egalitarianism and hard to motivate the zeal of employee

    本文重點分析了崗薪制改革取得的成效，如薪酬競爭力有了很大的提高；一系列相關分配製度和配套管理制度的實施，規范了薪酬的管理，提高了分配製度的透明度；形成了以崗位為根本的薪酬體系，加強了各項基礎工作，推動了人力資源的開發；形成了薪酬的可調節機制和內部競爭、流動機制等。但是，八鋼公司的崗薪制體系也存在很多不足，如崗薪工資的基礎工作仍不扎實；績效考核體系不健全；績效工資只減不加，成為新的「大鍋飯」 ，難以調動職工的積極性等。
  7. This thesis analyses the necessity of the system reform of scientific research institutes into enterprise - operated mode and considers that the problems should be stressed and solved during the reform, such as idea change, realization of multiple property right structure, establishment and improvement of legal person control and management structure, human resource management and reform of distribution system, adjustment of financial management & operation, science and technology innovation system, mechanism change, etc. by applying the theory of extensive share of stock system, the writer studies the property right structure innovation of the system change of scientific research institutes into scientific & technical type enterprise, designs its share ownership structure, summarizes and analyses the main share ownership stimulating mode of scientific and technical enterprises

    我國科技體制改革走過了十幾年的歷程，科研院所企業化改革經歷了從量變到質變的兩個階段。本文分析了科研院所企業化轉制的必要性，認為科研院所應在改制為科技型企業的過程中著重解決觀念轉變、產權結構多元化的實現、法人治理結構的建立和完善、人力資源管理與分配製度改革、財務管理運作的調整、科技創新體制與機制的轉換等問題。運用泛股制理論對科研院所在科技型企業化轉制中的產權結構創新進行了研究，設計了其股權結構，歸納並分析了科技型企業的主要股權激勵模式。
  8. We must carry out the distribution principles proposed by the party in the " 16th national congress " that essential factors of production take part in income distribution according to their contribution. we should actively explore the income form that is compatible with distribution principles according to administrative talents " contribution, perfect the markets of goods, capital, administrators, so that we can rationalize administrator income distribution institution

    經營人才應該獲得較高的報酬，必須貫徹黨的「十六大」提出的生產要素按貢獻參與分配原則，通過積極探索與該原則相符合的收入形式以及完善商品市場、資本市場和經營者市場，使經營者收入分配製度合理化，調動經營人才的積極性，促進經營人才的充分涌現。
  9. The target of financial management ( fm ) is to achieve maximum value of enterprise is made definite, after anaiyzing all kinds of financial relationships. the essence of organization institution for modern enterprise system is agency by agreement, which can operate perfectly under the conditions of perfect encouragement & engagement rules, so the core of the encouragement & engagement rules for new fmm is to establish distribution regulations. there are many measures can be taken availably, such as budgeting, project cost management etc. and many new concepts of advanced management are worth being adapted, for instance, opportunity - cost, cost - benefit, legal knowledge, and so fbrth

    新的財務管理模式運行的環境是現代企業制度下的國際工程公司，現代企業制度最基本的要求是產權清晰，鑒于本院是知識技術密集型企業，引入了人力資本觀念，完善和充實產權清晰的內容；在分析了企業的各種財務關系后，明確提出財務管理目標?企業價值最大化；現代企業制度的組織制度的實質是委託代理關系，委託代理關系的有效運作依靠完善的激勵約束機制，以此為指導，新的財務管理模式建立起以分配製度為核心的激勵約束機制；充分吸收先進的管理觀念，如成本效益觀念、資金的時間價值觀念、法制觀念，運用先進的方法，如全面預算管理、項目成本管理等，來全面提高財務管理的水平；財務管理體制是財務管理模式運轉的組織保障；按照本院的業務特點，將業務分類，設置了相應的組織機構。
  10. Exploring the history of income distribution system, set the lessons for present system of human capital ’ s income distribution in our state - owned enterprises

    （ 2 ）探討我國國有企業人力資本收益分配製度的歷史沿革及發展現狀，為現行國企人力資本收益分配製度提供借鑒。
  11. In the modern management, how to motivate the corporate staffs and evaluate their work performance has become one of the widely noticed research subjects. because motivation and performance appraisal, which are connected with many factors, are complex to study, the present research results cannot fully satisfy the needs of corporate management. on the basis of the policies of the party and the government and the theories of behavior science, human capital, management psychology and industrial organization, this paper analyzed the factors, which influenced the motivation mechanism, including reward, power of control, reputation, market competition and supervisor, based on the analysis above, the paper divides the persons in an enterprise into 7 catalogues - investors, operators, middle managements, engineering technicians, marketing professionals, working staffs and workers, and put forward their concrete incentive and performance appraisal plans respectively

    本文在充分研究黨和國家的方針、政策（現代企業制度、分配製度） ，行為科學（需要層次理論、激勵? ?保健雙因素論、期望值理論） ，管理心理學理論（公平理論、目標設置理論、自我認知理論） ，產業組織理論（公司治理結構的內涵、共同治理結構）和人力資本的內涵、特徵及其產權特性和實現途徑的基礎上，對影響激勵機制的因素（報酬、控制權、聲譽、市場競爭、監督等）分別進行了分析，並在這些分析基礎上，把企業的人分為七大類（投資者、經營者、中層管理幹部、工程技術人員、營銷人員、職員和工人） ，提出了他們各自具體的激勵和績效考核方案。
  12. Fifthly, it proposes some policies of the innovation of the involvement of soes in the system of distribution of the income of enterprise

    現有企業的收入分配製度壓抑了人力資本作用的發揮，存在著一系列的制度障礙。
  13. This paper, theoretically proposes that the first time distribution is the foundation to realize fair distribution and emphasizes that the reform of income distribution system in enterprises is the foundation of realizing fair distribution in the first time distribution, then elaborates the necessity of reforming capital element and property right system ; setting up the property right of the owners ' non - material capital and that of labor - union

    摘要初次分配是實現公平分配的基礎，企業內收入分配製度的改革是在初次分配領域實現公平分配的微觀基礎，實現公平分配必須改革現有的佔主導地位的資本要素、產權制度，發展和確立非物質資本所有者的產權和勞動聯合體集體產權。
  14. Through anatomy of the representative 10 large surveying and designing institutes, it points out several problems of large surveying and designing institutes in personnel structure, distribution system, ownership form, structural organization mode, etc. it also objectively analyzes the situation of surveying and designing institutes to establish international engineering companies to exploit international market. second, the paper makes a demonstration study on the emerging process, main characteristics, organization structure and management mode of international engineering companies

    首先，本文對我國勘察設計單位的綜合情況進行了概述，通過對有代表性的十家大型勘察設計單位的剖析，指出了我國大型勘察設計單位在人才結構、分配製度、資產形式、組織結構模式等方面存在的若干問題，並對目前勘察設計單位創建國際型工程公司開拓國際市場的情況進行了客觀的評價。
  15. Then, based on the situation of weifang college, the thesis presents the basic concept of the new model which includes the following aspects : the set - up of organizations, manning quotas and allocation, work load, incentive system, personnel allocation, the improvement of the teaching staff, etc.

    然後以濰坊學院為樣本，提出新模式的基本設想，並從組織機構設置、人員編制與配置、確定工作量、激勵機制、人事分配製度、師資隊伍建設等不同角度進行具體設計。
  16. It plays critical role in over - striding - development, as follows : at first, institutional innovation can help to establish effective system of stimulate ; secondly, institutional innovation can help to transform the function of government ; institutional innovation can help to establish the system of continuous development in the west. at present, however, there are many institutional barriers to the over - striding - development, such as : firstly, the discrimination between the national enterprise and the private enterprise in the institutions of ownership ; secondly, the institutions of distribution lake stimulant to draw the talent ; thirdly, the institutions of the west government can not adapt to new conditions of the over - striding - development ; fourthly, the institutions of environment protection lake stimulant and restriction to the behavior of exploitation ; fifthly, the unofficial institutions such as ideas and customs hinder the progress of market economy

    然而，目前西部跨越式發展還面臨諸多制度障礙，主要表現為：一、所有制結構上的不平等地位使民營經濟在市場準入、市場競爭和權益保護等方面都受到制約，限制了民營企業的發展壯大，使其難以在西部市場化改革中充分發揮作用；二、分配製度與人事管理制度僵化阻礙了人才資源向人才資本轉化；三、行政管理制度、體制不完善造成政府效率低下，政府職能還未實現真正的轉變，不能適應西部市場經濟體制的發展要求；四、法律制度的缺失無法為生態建設提供有效保障；五、價值觀念滯后、社會信用缺失、傳統陋習等非正式制度障礙與西部市場化改革和跨越式發展不相適應。
  17. To promote economy transformation and intellectual economy development in china, we must deepen title system reform and establish man - power capital title system, deepen distribution system reform and build a system of distributing according knowledge based on man - power capital title, deepen market economy system reform and establish and better a market system of intellectual resources allocation, deepen science and technology system reform and establish and perfect a state innovation system, deepen education system reform and build a modern education system beneficial to intellectual economy growth, and change government function to create macro - policy and system environment for the economy development

    要促進我國經濟轉型，發展知識經濟，必須深化產權制度改革，建立人力資本產權制度；深化分配製度改革，構建以人力資本產權為基礎的按知分配製度；深化市場經濟體制改革，建立和完善優化知識資源配置的市場制度體系；深化科技體制改革，建設和完善國家創新體系；深化教育體制改革，建立有利於知識經濟成長發育的現代教育制度；轉變政府職能，創立知識經濟發展的宏觀政策、制度環境。
  18. The status and functions of scientific technology, operations management and capital elements should be particularly strengthened in theory and practice. therefore, it is urgent for the theory field and the enterprise to verify the reform of the distribution system in theory and justify the theory in practice

    特別是對于科學技術、經營管理和資本要素的地位和作用，都必須進一步從理論上和實踐上得到加強，因此從理論上對分配製度的改革加以論證，在實踐上對理論進行證明是目前理論界和企業的當務之急。
  19. People working in remote, underdeveloped areas will also receive a special allowance and performance - related pay. the aim of the planned pay rise is to improve the welfare of government employees in china ' s poor and rural regions, according to the

    除了完善事業單位工作人員收入分配製度外，本次薪資改革將適當提高企業離退休人員基本養老金標準各類優撫對象撫恤補助標準以及城市低保對象的補助水平。
  20. And the text is divided into four chapters. chapter one introduces the intension and the characteristics of our country ’ s company capital system, and the function, characteristics and principles of company allotment system

    第一章主要從我國公司資本制度之內涵及特徵、公司分配製度功能、特點和原則對公司利潤分配製度進行了概述。
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